Mcdonald's Australi Access, Equity And Cultural Diversity

To resolve the disparate impact and to alleviate any discrimination all hiring managers must complete training in Equal Opportunity and diversity, this will emulate the best staffing practices by eliminating general barriers and bias, and reduce chances of unintentionally or intentionally discrimination in staffing. A recommendation to establish

McDonald’s emphasizes cleanliness and food safety, in addition to quality and value service (QSC&V), through which it has succeeded in obtaining customer trust. The company also stresses ethical practices, dependability, and truthfulness in dealing with customers (McDonald’s, 2012, p. 1). Moreover, McDonald’s employs a coordinated marketing strategy that involves analyzing customer wants, creating products to satisfy his or her needs, setting the right prices and enhancing awareness of

Three ways of gaining executive commitment to diversity are to gather data and to assess the organizations current commitment to diversity to show where and why there is a need for change. The development of diversity council can also garner executive support because it offers a way for executive members of an organization to have a dialog with other members of an organization about diversity. Systematic changes are also necessary such as hiring from a diverse roster of candidates when filling a position. (Moodian, 2009,

• (Diversity in the Workplace Policy) and the institution of this policy will aid with issues such as addressing cultural differences, adapting to change,

One of our group members currently holds a position at a McDonalds franchise on the Gold Coast. As a team we have collectively decided to take full advantage of this connection, and establish a sponsorship agreement with the Coolangatta Store. This store is one of four that the owner Michelle and Peter Orton own and run; Marina Mirage, Burleigh Heads, Coolangatta and Tweed Centro these four stores currently make up the over 780 McDonalds franchises Australia wide employing around 85,000 people. The Coolangatta store we will be focusing on consists of six fulltime managers, an area co-ordinator, six crew trainers and 28 crew members

The scope of the programme is to address recruitment, training, policy, awareness and behaviour. Develop a recruitment strategy that promotes workplace diversity. Provide training to all employees about unfair employment practices and laws that prohibit discrimination in the workplace. Develop a written organization policy that addresses discrimination in the workplace. In addition to training all employees on diversity at the workplace, include continuous awareness in the workplace that relates to all types of discrimination in the workplace. Overall the importance for the programme to be a success, the leaders of the organization have to demonstrate behaviours that eliminate discrimination in the workplace.

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

By being familiar with the needs of the personnel in the work center, subordinates will learn to be accepting of each other’s unique backgrounds. This familiarity will increase productivity and development as subordinates seamlessly work and grow together. Subsequently, peers will benefit from diversity awareness because they may fall into a diverse group or have subordinates who are. As I implement diversity awareness my peers will be relieved to have issues they are sensitive to become understood, or the issues of their subordinates.

Through Training and Discussion: Training and discussions are essential to raise awareness of diversity, equality and inclusion in any work settings. Discussion in meetings or group discussion among staffs play a vital role to raise awareness of equality, diversity

Much like a smile, the “Golden Arches” can be understood in any language. The McDonalds brand is the most well-known, internationally embraced fast food empire. McDonalds operates over 31,000 franchises throughout the world, with the United States leading the way with a whopping 13,381outlets as of May 2009 [1]. McDonalds has the fast food market cornered, offering an increasing variety of food of beverages, marketed to people of all ages to eat at any time of the day. However, being a corporate giant has its issues. McDonalds has faced a lot of criticism for its high-fat, high-sugar, potentially addictive menu. While the corporation is not likely to outright admit responsible for its actions, McDonalds has seen some changes to address

Introduction Cultural factors define the practices, methods and strategies that a company adopts when entering a particular economy. Other factors such as economic factors, demographic factors, political factors and environmental factors also play a huge role in choosing which strategy has to be adopted in a country but the major factor that forms the basis of such a strategy, be it an entering strategy or a promotional strategy, are the cultural factors of that particular country which ultimately make the strategy a working guideline to be followed. McDonalds business enterprise is the predominant brand in the global fast food industry. Out of all the active fast food brands around the world, McDonalds is amongst the mostacknowledged by the

As the biggest family restaurant business in the world, McDonald’s vision is to provide the best family restaurant experience – by far. To achieve this, we put people at the Customer Services centre of everything we do, and that goes for our employees as much as our customers. Marketing McDonald’s recognise that people do

Finally, and in order to support all these efforts, Accenture provides training about inclusion and diversity to its workforce. The training is divided into three areas: Diversity Awareness, Diversity Management and Professional Development

McDonald’s practices the aspects of classical management by which focuses on productivity and efficiency of workers. Fredrick Winslow and Henri Fayol’s management styles are demonstrated in the organization based on planning, controlling, organizing and leading operations. Fayolism focuses on division of work, authority, discipline, and team spirit; while Taylorism’s evident objective is to maximize productivity and efficiency within a certain timeframe through standardized practices. There is a synthesized system that gets workers to do exactly what they are asked because there is only “one best way” for doing it. For example, there are certain lines and questions that every cashier is set to ask, such as “Would you like a small, medium, or large cup of Coke?”. McDonald’s crew members are given responsibilities on how to prepare the McDonald’s menu through using methods that do not consist time, hence it is a fast food chain and customers expect an abrupt service. Customers’ experience should be easy to navigate and deliver. “People’s lives are hectic and they come to us for a break”. (Shaw, 2016) On the other hand, Mcdonald’s mandate is to work collaboratively as a team to deliver the best experience and sustain eminent levels of customer satisfaction. Everyone in the assembly line should perform their best and cooperate as a team to eliminate inactivity and frustration, therefore, McDonald’s rewards the best worker by hanging his/her picture on the wall as “employee of

Hold quarterly trainings for the entire staff on the benefits of diversity in the workplace. Encourage discussions at these meetings on how the company can better manage workplace diversity.